Break Out of the Job Search Rut

Do you feel like you are in a job search rut?  Frustrated with your results?  Whether you feel like you have applied for too many jobs, or you are not getting past the first interview (or no interview at all), there are ways in which you can break free of that slump you have been in. 

Often times job seekers get comfortable with using the same “old” methods to find employment, and find themselves months later still with no employment.  The thought of moving forward gets frustrating, and many times you end up settling for a position that is not ideal.  If you have somehow fallen into the job search rut, you might wish to consider some of the following tips to break out for good: 

• What is your end goal?  The number one mistake often made by job seekers is not identifying the end goal to be achieved.  You must set attainable goals and determine what type of position you want.  When you do this, it will make looking for that position much easier.   
• Walk away from the computer.  This may seem silly, since the majority of positions are posted online today.  However, you must get out and meet new people, hear new concepts and ideas, learn new skills, etc.  Do not sit in front of the computer nonstop, as this will typically make you complacent.   
• When you are searching for a new position, you must network.  Networking is key!  It is not just about meeting new people.  It is about meeting people, conversing with those people, creating connections, and having a group of like professionals referring you to open positions. 
• Stay active in your profession.  When you stay active, it will show potential employers that you passionate about your industry.  You can volunteer to teach or speak at a school, take a class and learn a new skill, or even write articles or answer questions posted online. 
• Remain confident in your skills.  The most difficult task for someone in a job search rut is to stay confident in their skills.  You must remain confident in what you have to offer.  When you lose that confidence, potential employers see that.  When you lack confidence in yourself, they will not have confidence in you. 

Take a step back from your job search to determine the underlying cause.  Are you following the tips listed above?  Sometimes, taking a break or even taking a step back to analyze and review the situation will bring into focus what you need to change.  Settling for a position you will not love versus waiting for your dream job can be life changing.  Break out of the job search rut by following these tips.

Recruiting on Twitter

Many businesses have heard of Twitter, but few use it to recruit job candidates.  Even fewer still, utilize this social media platform to search out tech job candidates.  Why?  Tech professionals utilize many areas of social media.  In fact, a recent survey showed that tech savvy professionals are extremely active on Twitter. 

So it stands to reason, that if you are actively looking for tech savvy professionals, you should use Twitter to reach out to them.  Here are a few quick tips you can use when recruiting on Twitter: 

• Content – to attract top tech talent, you must show your company’s mission.  You can do this on Twitter by posting relevant content often.  Your posts should be more relevant content than promotional content.  The key is to provide information that resonates with potential recruits. 
• Culture – potential employees want to know about your company’s culture.  Posting photos and real time stories about your company culture is another great way to entice tech job candidates. 
• Hashtags – hashtags have become king on Twitter.  Whenever you are posting, be sure to use the power of a hashtag to get the most retweets and shares. 
• Photos – share photos!  Photos not only show your company culture, but they are viewed more on Twitter and are shared more.  You should post at least one photo post per week.  Again, make sure that it is relevant to your company.  Show culture, a new project that is in the works, or even customer appreciation.  Make it meaningful. 
• Conversation – Twitter is a conversation tool.  Remember this!  Do not just put posts out there and never have a conversation.  You must engage with others who are active on your feed, and engage with potential candidates. 
• Employees – make sure that your current employees are following the company on Twitter.  The more workplace tweets posted, the better your chances of attracting top talent.   
• Analytics – analytics of your posts will help you monitor and perfect your process.  Use the tools at your disposal and adjust your Twitter posts accordingly.   

Twitter can be a very useful tool when looking to recruit tech professionals.  When you learn to use this social media platform properly, you can have extremely good results.  Review the quick tips above and see how Twitter can work for your recruiting needs.

Are Technical Certifications Important to your Job Search

Just how important is a technical certification to your job search?  Many ask this very question daily.  The truth is, while many employers like to see certifications on a resume, most prefer to see real world experience.  This is not to diminish the importance of certifications – many potential employers and recruiters look at certifications as a demonstration of your commitment to the industry, show that you have expertise in a particular area, and that you take professional development seriously. 

You must determine the value that a certification will bring to you and your skill set.  Acquiring a certification will take time and will cost you money, therefore, it is important that you make an informed decision before acquiring technical certifications.  Ask yourself these questions: 

• What skills are in demand right now?  It is important to understand what employers are looking for today.  Because the demand is constantly evolving, you must determine if the skills needed will remain popular or if it is a passing phase.  It is important to keep pace with technical changes and stay up with the increasing popular certifications.  Identify the direct relationship between the need in the market and what value the certification will provide. 
• Determine the strength of your experience.  Often times, if you have worked so closely in a certain technology field, doing coursework and obtaining a certification will not teach you anything new.  You must determine if the certification would be worth the time and money, over the experience you already possess. 
• Is a certification required?  Sometimes, a certification is required to work in a particular field.  For example, if you want to work in IT security, you might be required to have a CISSP certification.  You must determine if the field you want to work in requires any certifications. 
• Determine what kind of payoff you will receive from the certification.  You should know what you expect to gain from the certification – higher salary, advancement, or career change – identify the benefits you will receive from the certification. 

Having a technical certification can help boost your resume and prove your skills.  However, before you commit to the time and cost associated with a certification, make sure you understand what employers want and how they view it.  You will want it to help you succeed in your career path, not hinder it.

Hiring for Technical Positions

Hiring for technical positions can be challenging for some hiring managers.  While it is recommended that you have your technical managers involved in the hiring process, some companies do not have that luxury.  So how do you handle the acronyms, jargon, and “geek speak” to find that perfect fit? 

While all technical positions have different requirements, there are several simple steps you can take to help you when you are hiring for these positions.  These steps include: 

• Understand the department and the job description you will be hiring for.  You will look at different job candidates based on the roles of the position.  For example, is it a position in the marketing department, where the candidate will be building websites and apps, or will the candidate be working in the product division writing code and developing software?  The more you know and understand about the department and the actual position, the easier it will be during the hiring process. 
• Once you understand the department and the position you will hire for, it is best to have an open dialogue with the team members of that department.  Gain a deep understanding of the team, the technology that will be utilized, and the skillset of the hire they desire.  Perhaps they are missing a certain skill set that is needed, or they need someone that has a new certification.  You will have better success when you understand the exact needs of the department. 
• Now that you have all of the requirements of the position, you can start to match resumes to the skills and the role needed.  This is not easy by any means, as a resume only tells part of the story.  Start by matching the skill sets you require and other overall duties that the job will entail.  Again, it may be beneficial to have the department team review these before moving to the next step. 
• Once you have narrowed down your candidates, then you will invite them in for an interview.  This can often be the hardest part for a hiring manager with no technical experience or background.  Regardless of your role, you can ask good questions by gleaning questions from your department team.  Often times it is best to create a sort of cheat sheet that you can use during the interview.  In addition, after your initial interview, most hiring managers will schedule a second interview with several key members of the department team. 

While hiring for technical positions can be difficult for a hiring manager with no technical experience, there are ways in which you can get the necessary information to make the best decision for the company and the team.  Consider the steps above when hiring for these positions.